Sustaining a System for High-Quality Teachers, Report 2: Market Opportunities and Typical Wages for Austin Independent School District Teachers and Leavers
This report includes two studies that describe the local context for teacher employment decisions. The first examines the local labor market, and the second examines employment for teachers who left Austin Independent School District (AISD).
AISD teacher appraisal results from 2014-2015 were used to identify areas of need for professional development in 2015–2016. Results from the Professional Development and Appraisal System and Professional Pathways for Teachers (PPfT) were included.
Sustaining a System for High-Quality Teachers, Report 1: Key Characteristics of Austin Independent School District Teacher Leavers and Transfers
This report describes how many teachers transferred or changed jobs in AISD, remained at their schools, or left the school district after the 2013–2014 school year, along with characteristics of teachers in each group.
Austin Independent School District (AISD) Human Resources Exit Survey 2014–2015: Summary of Non-teaching Professionals' Reasons for Leaving
AISD conducts an online survey of professional & administrative employees leaving the district. The Human Resources Exit Survey asks 34 questions about a variety of topics. This report describes non-teaching professionals’ reasons for leaving in 2014-2015.
Austin Independent School District (AISD) Human Resources Exit Survey 2014–2015: Summary of Teachers’ Reasons for Leaving
AISD conducts an online survey of professional & administrative employees leaving the district. The Human Resources Exit Survey asks 34 questions about a variety of topics. This report describes teachers’ reasons for leaving in 2014-2015.
This report summarizes the results of the 2013-2014 teacher appraisal and related survey items with emphasis on areas of need for additional professional development.
In 2013, the Austin Independent School District began administering a voluntary online exit survey to all professional and administrative employees leaving the district. Responses and respondent characteristics are described.
Evidence from this Spring 2012 pilot suggests feedback about teachers can be reliably obtained from students at all grade levels, and that such feedback can provide a valid supplemental measure of teacher quality to accompany additional indicators.
This report summarizes the survey responses of 68 teacher trainers who provided instruction and guidance to newly hired teachers in August 2012.
This report summarizes survey results from newly hired teachers who participated in an August 2012 orientation and training duriprior to the start of school. Of survey respondents, most found orientation welcoming and useful. When asked about additional training they would like to receive, most wanted content-area instructional strategies, instructional technology, and using student data to plan instruction.